Job Description Generator
Create professional, customizable job descriptions in seconds. Choose your role category, experience level, and sections — then generate a polished JD ready to post.
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How to Write an Effective Job Description
A well-crafted job description is one of the most important tools in your recruiting arsenal. It's the first impression a candidate has of your company and the role — and it directly impacts who applies, how quickly you fill the position, and how well new hires perform. Research from LinkedIn shows that detailed, well-structured job postings receive 30% more applicants than generic ones.
Start with a Clear, Searchable Job Title
Avoid creative or internal titles like "Marketing Ninja" or "Chief Happiness Officer." Instead, use standard industry titles that candidates are actually searching for — such as "Senior Marketing Manager" or "HR Director." This improves visibility on job boards and search engines. Include the seniority level (Entry, Mid, Senior, Lead, Director) directly in the title when possible.
Write a Compelling Company Overview
Your "About Us" section is a chance to sell candidates on your culture, mission, and values. Candidates — especially top performers — want to know why they should join your company, not just what the role involves. Keep it to 3–4 sentences that highlight your mission, team size, growth stage, and what makes your workplace unique.
Focus on Outcomes Over Tasks in Responsibilities
Instead of listing generic tasks, describe the impact the person will have. "Manage social media accounts" is less compelling than "Develop and execute social media strategies that increase brand engagement by 25%." Aim for 5–8 bullet points that paint a clear picture of a typical quarter in the role.
Separate Requirements from Nice-to-Haves
This is one of the most impactful changes you can make. Research from Hewlett Packard found that women apply to jobs only when they meet 100% of the listed requirements, while men apply at 60%. By clearly labeling must-haves separately from nice-to-haves, you broaden your candidate pool and attract more diverse applicants. Limit true requirements to 5–7 items and nice-to-haves to 3–4.
Include Salary Transparency
Pay transparency isn't just a trend — it's increasingly the law. States like Colorado, California, New York, and Washington require salary ranges in job postings. Beyond compliance, glassdoor reports that 67% of job seekers consider salary information the most important part of a job ad. Including a range saves everyone time and builds trust from the very first interaction.
Don't Forget the Benefits Section
In a competitive hiring market, benefits can be a deciding factor. List your most compelling offerings: health insurance, 401(k) match, PTO policy, remote work options, professional development budgets, and any unique perks like wellness stipends or sabbatical programs. Be specific — "competitive benefits" tells candidates nothing.
Use Inclusive Language
Small wording changes can significantly impact your applicant pool. Tools like Textio and Gender Decoder can help identify biased language. Replace "rockstar" with "high-performer," avoid gendered pronouns, and include the phrase "or equivalent experience" alongside degree requirements to attract non-traditional candidates who may be highly qualified.
An EEO (Equal Employment Opportunity) statement at the end signals your commitment to diversity and inclusion. While legally required for federal contractors, it's a best practice for every employer.
Our free job description generator streamlines this entire process, giving you a professional template customized to your role, industry, and experience level — ready to post in under a minute. For teams that hire regularly, tinyteam's HR platform automates job posting management, applicant tracking, and onboarding in one integrated system.
Frequently Asked Questions
What makes a good job description?
A good job description is clear, concise, and inclusive. It should include a compelling summary of the role, specific responsibilities, realistic requirements, information about company culture, and details about compensation and benefits. Avoid jargon, gendered language, and unnecessary requirements that could discourage qualified candidates from applying.
How long should a job description be?
The ideal job description is 600–800 words. Research shows that postings between 700–2,000 characters receive up to 30% more applicants than shorter or longer ones. Include enough detail for candidates to understand the role, but keep it scannable with bullet points and clear sections.
Should I include salary information in a job posting?
Yes — including salary ranges is increasingly expected and often legally required. Pay transparency laws in states like Colorado, California, New York, and Washington mandate salary disclosure. Beyond compliance, postings with salary information attract 30% more applicants and reduce time-to-hire because candidates can self-select based on compensation expectations.
How many requirements should I list in a job description?
List 5–7 must-have requirements and 3–4 nice-to-haves. Research shows that women apply for jobs only when they meet 100% of requirements, while men apply when they meet about 60%. By keeping requirements to true must-haves and separating nice-to-haves, you attract a more diverse pool of qualified applicants.
What is an EEO statement and do I need one?
An Equal Employment Opportunity (EEO) statement affirms that your company does not discriminate based on protected characteristics like race, gender, religion, or disability. Federal contractors are required to include one, and it's considered best practice for all employers to signal commitment to diversity and legal compliance.
How can I make my job description more inclusive?
Use gender-neutral language (they/them instead of he/she), avoid unnecessary experience requirements like 'rockstar' or 'ninja,' focus on outcomes rather than pedigree (e.g., 'or equivalent experience' alongside degree requirements), include your EEO statement, and highlight flexible working arrangements and inclusive benefits like parental leave for all parents.
